3 science-backed ways to find a good boss

Chances are you’ve  had a bad boss at some point in your career. Research shows that up to 65% of employees would take a new boss over a pay raise, and roughly half of people who quit their jobs cite their manager as the main reason for leaving. Bad bosses are not just annoyances; they’re productivity drains, engagement killers, and mental health hazards. They create toxic cultures, stifle growth, and often drive the best people out while promoting dysfunction. So why do we keep ending up with them?

Companies have long tried to solve the “bad boss” problem. They spend billions on leadership development programs, executive coaching, and increasingly, AI-powered feedback tools promising to “upgrade” managers. These efforts are not entirely futile—some leaders do improve—but the overall return on investment remains disappointing. Gallup data still shows that the majority of managers are ill-equipped to lead. Why? Because leadership, like character, is hard to change—and even harder to scale.

But maybe we’ve been asking the wrong question all along. Instead of trying to fix bad bosses after the fact, why don’t we focus on choosing better ones from the start?

Just as we put considerable thought into selecting a romantic partner—considering compatibility, values, and long-term potential—we should approach choosing a boss with similar care. After all, your boss will profoundly influence your well-being, career trajectory, and daily experience. Mistakes can happen, but they are often avoidable if we learn to recognize the right signals.

Here are three evidence-based principles for picking the closest thing to a “perfect” boss, or let’s just say a decent, good, beneficial boss . . .

Forget charisma—embrace boring competence

Charisma is the dating-app profile picture of leadership: seductive, memorable, and often misleading. It dazzles in job interviews, town halls, and all-hands meetings. But over time, the same charm can morph into attention-seeking, volatility, and narcissism. Many of the most inept and destructive bosses I’ve encountered (and studied) had an abundance of confidence and not nearly enough competence. They were high on style, low on substance—and their teams suffered for it.

So how can you spot them? Watch for grandiosity (“I transformed the whole department”), name-dropping, and overconfidence in interviews. They often talk more about themselves than the team. They may even be entertaining—until you’re the one cleaning up the mess after their impulsive decisions.

Now contrast this with the “boring but effective” boss. They’re calm, measured, and often underwhelming in first impressions. They may not blow you away in the interview, but they show deep knowledge of their domain. They talk about collective achievements, not personal triumphs. They ask questions, take notes, and actually listen.

Competent bosses focus on execution, alignment, and people development—not just self-promotion. They might not get all the credit, but they usually deserve it. If charisma is what you want on day one, competence is what you’ll thank yourself for choosing on day 100.

Find someone who will make you better

The best bosses act more like coaches than commanders. They don’t just assign tasks—they challenge, stretch, and support their people. As leadership expert and scholar Herminia Ibarra put it, modern leadership is less about giving answers and more about “asking the right questions, enabling others to learn, and creating a space for people to grow.”

If your prospective boss can’t describe how they develop their team, it’s a red flag. Here are a few questions you can ask in interviews or informal chats to gauge their orientation toward people development:

• “Can you tell me about someone on your team who’s grown significantly under your leadership?”
• “How do you help people identify and build on their strengths?”
• “What does success look like for someone in this role six months from now?”

Great bosses will answer with specific stories, not generic platitudes. They’ll talk about feedback, mentorship, stretch assignments, and talent reviews. Mediocre ones will deflect or talk mainly about output and control. A boss who’s committed to your growth is worth their weight in stock options.

Prioritize personality over raw talent

We often assume that because someone is highly talented, they must be great to work for. But talent may have gotten them the job—not kept them good at it. Their personality, however, will determine your everyday experience. That’s why personality should matter more to you than their résumé.

What traits should you look for? Empathy, emotional intelligence (EQ), integrity, curiosity, humility, and self-awareness. These are the foundations of psychological safety, trust, and good judgment—all of which drive high-performing teams. Fortunately, you can assess many of these in a conversation:

• Empathy: Do they ask about your interests, listen actively, and respond to your cues?
• Integrity: Do they credit others, admit mistakes, and avoid overpromising?
• Curiosity: Do they ask insightful questions, or pretend to already know everything?
• Humility: Do they share what they’re still learning or areas they’re working on?
• Self-awareness: Do they acknowledge past feedback or their leadership style, do they know how they are seen by others?

A talented boss may impress you in a presentation. A great personality will make every meeting more human—and every tough moment more bearable. In the end, personality is the key to predicting your boss in the future: we are what we repeatedly do, and if you can work out what makes your boss tick, you will be better at dealing with them in the future, even if you have to make an effort to adjust.

The perfect boss may not exist—but the right boss for you does. Choosing wisely can mean the difference between dreading Mondays and loving what you do. So don’t just focus on salary, benefits, or brand names. Consider the person who will shape your day-to-day experience and your long-term growth.

Remember: charisma fades, competence compounds. Find a boss who builds others, not just their own reputation. And never underestimate the power of empathy, integrity, and humility—they’re not soft skills, they’re superpowers.

After all, your boss may not be your spouse, but you’ll probably spend more waking hours with them than almost anyone else. Choose accordingly. A boss isn’t just a job title—it’s a lifestyle choice. Pick the wrong one, and you’ll spend your best years decoding passive-aggressive emails and starring in a workplace reality show where the villain wins every episode—and you’re the unpaid emotional labor.